Working For Workers Six Act

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On December 19, 2024, Ontario’s Working for Workers Six Act, 2024 (Bill 229) received Royal Assent. Bill 229 aims to build on the progress of the previous five Working for Workers Acts. This legislation introduces a range of measures designed to protect workers’ health and wellbeing, promote skilled trades, and reduce costs and add benefits for workers across the province.

New Parental and Medical Leaves – Employment Standards Act, 2000 (ESA)

  • As of June 19, 2025, employees with at least 13 weeks of service will be entitled to an unpaid leave of up to 27 weeks if they are unable to perform the duties because of a serious medical condition. The duration of this leave is intended to align with the federal government’s employment insurance (EI) 26-week sickness benefit.
  • Employees with at least 13 weeks of service who become new parents through adoption or surrogacy will be entitled to unpaid leave of up to 16 weeks after the placement or arrival of a child into the employee’s custody, care and control. This new leave is not yet in force and its effective date will be proclaimed in the future.

Repeat Offenders, Fitted PPE for All, and More – Occupational Health and Safety Act (OHSA)

The following amendments to the OHSA are now in force and aimed at growing Ontario’s workforce by bringing more women into trades and increasing workplace safety.

  • Corporations found guilty of a second or subsequent offence under the OHSA that results in the death or serious injury of one or more workers within a two-year period will face a minimum fine of $500,000.
  • Employers are now required to ensure that personal protective clothing and equipment are properly fitted for women and all body types. Additionally, the government has the authority to impose further regulatory requirements related to the assessment of such protective gear.
  • The Chief Prevention Officer has been granted the authority to establish criteria for assessing and approving training programs delivered outside of Ontario for equivalency, as well as to establish policies related to general training requirements under the OHSA. The officer may also seek advice from an advisory committee established by the Ministry of Labour, Immigration, Training and Skills Development, and collect and use personal information for developing, monitoring, or reporting on a provincial health and safety strategy, or providing advice on preventing workplace injuries and occupational diseases.
  • The Minister of Labour, Immigration, Training and Skills Development now has the authority to require constructors to establish worker trades committees at projects and determine their composition, practices, and procedures.

Keeping Costs Down for Businesses – Workplace Safety and Insurance Board (WSIB)

The following WSIB initiatives are not enacted through Bill 229; however, it was included as part of the Bill’s announcement.

  • The Workplace Safety and Insurance Boad (WSIB) will be returning $2 billion in surplus funds to Ontario businesses. Eligible employers will receive their one-time rebate starting in February 2025 if they are a safe employer, which includes not having been convicted more than once under the WSIA or OHSA since 2020.
  • The WSIB will also cut the average premium rate for Ontario businesses from $1.30 to $1.25 per $100 of insurable payroll through the WSIB starting in 2025, without reducing benefits. This is the lowest rate in half a century and will save Ontario businesses about $150 million annually starting in 2025 when compared to the 2024 rate.

Ontario Immigration Act, 2015

Ontario Immigration Act amendments now in force provide that a person or body shall not make misrepresentations, or counsel the making of misrepresentations, that falsely allege that an applicant meets any prescribed criteria for approval.

Failure to comply with the section is an offence. The minister may ban offending actors from submitting applications for a period of up to five years, and permanently ban the person or body from acting as recruiters for up to five years in cases of conviction for a prescribed offence, or for a period of three to ten years in other cases.

These measures will apply when the minister has reasonable grounds to believe that the person or organization has violated the Act or its regulations.